Case Laura: The 29-Year-Old Lawyer with Stardust in Her Hair

The idea of career coaching came to my mind some 15 years ago when I was still highly motivated in working as an Executive Search Consultant. Today, I'm all in for Career Coaching helping women reach a real career transformation. As I'm a person always willing to volunteer, helping Laura in her career journey opened up a new world for me. I had just finished my coaching training otherwise I would not have dared to suggest to Laura that I could coach her.

So, several years ago, Laura (not her real name) was a candidate in an executive search I was leading. At the time, she was a 29-year-old lawyer with an impressive track record for her age. Laura had graduated with outstanding grades and had started her career already during her studies as a contracts lawyer for a large international IT company. Before studying law, she had earned a degree in a different field abroad, further showcasing her ambition and versatility.

By the time I contacted her, she was employed at one of the largest companies in her country, focusing on legal matters related to employment law. My search, however, was for an even larger, globally operating corporation in the same industry. The position? A labour market lawyer, a Manager's position.

The client was extremely demanding. Typically, a shortlist of 4–6 candidates emerges after contacting 12–15 potential matches in such searches, but this client was unusually hesitant. They feared their demanding manager and dreaded making a hiring mistake, as it could cost them their own job. As a result, they found flaws in every candidate I presented despite their education and work experience.

I introduced Laura’s profile early on, but the client dismissed her as “too young.” I argued that Laura was a highly capable and promising talent worth meeting, but the client refused. Instead, they interviewed six other candidates, each of whom, according to the client, had shortcomings. These ranged from minor etiquette issues — such as failing to stand when greeted — to surprises like salary expectations differing from what they had shared with me earlier. Even subtle signs of uncertainty or disengagement during interviews put the client off.

Ultimately, I contacted 40 candidates and presented 10 to the client. None were deemed suitable. Yet, Laura remained on my mind. I had previously explained to her that the client saw her as too inexperienced, but now, with the client’s permission, I called her again and asked if she’d still be interested in reconsidering the opportunity. She was.

I met with Laura and thoroughly briefed her on the process — how to prepare, dress, and manage her nerves. We discussed everything, even the smallest details,, including how to stay composed when entering the stunning executive boardroom to meet the Senior Vice President. Laura followed my advice meticulously. She prepared well-organised notes on her expertise and crafted insightful questions to ask her potential manager.

After the interview, the client called me and said they liked Laura. She got the job.

Over the next year, I coached Laura as she navigated her new role, which often involved resolving complex conflicts between different stakeholder groups. She thrived, and her supervisors loved her; even the representative of the labour union on the other side of the table liked her.Today, Laura is a Chief Human Resources Officer and CLO in a large third sector organisation.

This case is a testament to how career coaching can help you achieve your dreams, too. With the right guidance, preparation, and mindset, opportunities you once thought were out of reach can become stepping stones to your success.